Example of a coaching program with deliverables and performance/behavior curve

Our Clients shift towards continuous self-development

We focus on Client’s objectives and agenda

Before a coaching assignment starts, we interview the CEO, Human Resources and the Executive, to understand in-depth: – Where is the CEO taking the business – What are the Client’s – values and objectives – expectations on behavioural changes & performance-level – What are the underlying reasons & stakes of the coaching assignment – What are the deliverables – How can we measure progress – How hierarchy & Human Resources can support the progress Also, the Executive to be coached fills-in a “preparation questionnaire”. Then, we define objectives of the coaching assignment and propose a “coaching road-map”. And we adjust them until all parties are fully aligned on it. The main objectives are to help Mr. X reach a more senior and effective level in management, and leverage them to create further value for the Company, with regards to his expectations: “succeed in his new mission” and prepare for higher level positions. In the process, we shall facilitate Mr. X’s behavioural development towards

greater self-awareness

enhanced sensitivity to others’ feelings

effective communication (with team, with peers and with boss)

strong team-motivation

assessing benefits for global organization before launching actions

taking management-side with maturity (eg. on compensation and benefits issues)

successful people development

leadership

and we shall grow Mr. X’s skills at

time and priorities management, balancing short and medium terms priorities

Comfort zone; analyze past effectiveness of communication with subordinates, peers, boss and others; assess impact on others before speaking, in particular when giving feedback to someone publicly; identify strengths, flaws, impact on people “buy-in” and motivation; work on “the need to be right”; identify the line between assertiveness and arrogance; cultural sensitivity; check what others understand; adjust, plan actions & implement

Think about role models; discuss “standards of leadership”, and when each one is most appropriate; identify benefits and limits of “pushing” and “pulling” team-members; mature a leadership model; plan actions and implement; application suggested: progress of new credit card business line

Our Coaching process is actions & results oriented

Step 1: Awareness We enhance your awareness on your subjects: what are your perceptions and beliefs? What are others’ perceptions? What are the facts? What are the past-consequences/results? What are the likely future results, impact on career? Etc…

Step 2: Goal-setting We set a SMART goal/vision for progress: if necessary, brainstorm by using different perspectives (“if everything was possible…”, “worst case scenario…”, “most satisfying goal”…); we ensure you realize the full benefits of reaching the goals, so that you are fully motivated

Step 3: Obstacles & Opportunities We think-through obstacles, resistances, challenges, underlying fears and opportunities, so as to find the best way-forward. Questions can encompass: “what risks do you see on your way to your goal? What could derail your progress? What are you afraid of? What approach would your role-model choose? Pros and Cons of his/her approach? What opportunities do you see? What could make things easier? Who could help you? Who do you need to talk with?

Step 4: Way-forward We help you clarify your best solution going-forward, and translate it into an action plan, with clear responsibilities, time-lines, progress-indicators, milestones; we challenge you if your plan is not effective, realistic or ambitious enough

Step 5: Actions You conduct the actions you have decided.

Step 6: Lessons learnt You report on what’s going well and what is not, the coach helps you to learn from failures and successes, and optimize the action plan. The coach invites you to memorize the lessons learnt, and identify where else to apply them. Celebrating the achievements is always a good idea at that stage too!

Example of a program with deliverables and performance/behavior curve

Our Clients shift towards continuous self-development…

… simply because human resources development and Coaching have helped them realize they have the ability to grow by themselves, and that pays off in terms of achievements and fulfillment. So they are motivated to explore more of their potential, try new approaches and learn continuously. In the words of a young, successful Managing Director and Client: